Essays on Human Resource and Personnel Management Assignment

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The paper 'Human Resource and Personnel Management' is a wonderful example of a Management Assignment. The collapse of Enron Corporation provides a case of organizations that have failed as a result of scandals by their leaders in the recent past. Generally, the manner in which a leader behaves during the conduct of the business has an impact on organizational performance. Enron Corporation, which was once a very successful Energy Company in the United States, collapsed following a dishonest-corrupt culture. The organizational leaders were using questionable accounting practices in an effort to ensure that its credit rating was maintained.

In addition, the leaders misappropriated the company’ s resources by rewarding themselves high salaries. Question 2 A In order to improve communication by email, I will do the following; personalizing response emails, reading out the entire conversation before replying, being precise when composing an email message, checking my emails at least thrice a day, and responding as appropriate. Question 3A As a group leader, I will do the following in order to counter groupthink; encouraging each member to air their objections, dividing the bigger group into smaller ones, encouraging members to seek consultations from experts outside the group, holding second chance meetings to discuss key issues, prioritizing issues among others. Question 4A Employee retention mainly depends on job satisfaction.

Managers have the role of retaining their staff members after investing too much finance and time in recruiting and training them. They should predict the future needs of their workers in order to enhance their loyalty within the firm (De Cieri, et. al. 2008). Question 5A French and Raven identified five sources of power namely; legitimate power, coercive power, reward power, referent power, and expert power.

Positional power sources include; legitimate, reward, and coercive power, whereas personal power sources include expert and referent power. The two categories of power show the range and domain. Question 6A Agreeableness may not always be desirable because agreeable people tend to have lower levels of professional success, as opposed to disagreeable individuals. Disagreeable individuals do not focus on pleasing others. As such, they cannot be manipulated, and the decisions they make might be valuable for the organization. SECTION B Question 1B Question (i). Motivation is an essential aspect of management because it enables organizational leaders to make their employees carry out their duties enthusiastically.

Motivation can emanate from within or outside an organization. External motivation is usually derived from the senior leadership team whereas internal motivation emanates from the employees themselves. Workers in an organization react in a negative or positive manner depending on what their leaders do. Employees form the greatest resource in any organization, and therefore, if an organization is to achieve its goals, then there is a need for managers to motivate his or her employees. The understanding of the motivational theory enables a manager to have a clear overview of what motivation entails and also to devise ways in which he or she can influence the employees positively. According to Maslow's theory of motivation, employees' needs can be positioned depending on their importance.

Maslow’ s hierarchy of needs describes five categories of human needs, namely, physiological needs (such as food, water, and shelter), safety needs (such as health security, financial protection, family security and security from animals), social needs (including the need for love, care, friendship, belongingness, and affection), esteem needs, (such as freedom, respect, competence, achievement, confidence, admiration, recognition, status and attention) and need for self-actualization.

Each classification of needs is necessary as it enables the senior leadership team to make key decisions relating to employees. Maslow’ s theory of motivation plays a crucial role in enabling organizational leaders to identify the needs of their staff members. Researching employee needs is the first step to enhancing motivation in contemporary workplaces. Research shows that great organizations across the globe have overwhelmingly institutionalized the culture of identifying their employees’ needs. Failing organizations, on the other hand, take a lazy, disinterested approach to identify their employees’ needs.

Once the leaders identify what their employees require, they can come up with ways to satisfy their needs. For instance, senior managers can meet the esteem needs of the workers by providing them with an opportunity to grow and develop.

References

Aswathappa, K. 2005. Human Resource And Personnel Management. New Delhi: Tata McGraw-Hill Education.

Brown, K.2005. Managing Change and Innovation in Public Service Organizations. London: Routledge.

Cummings, T & Worley, C.G.2008. Organization Development & Change. Ed: 9.London: Cengage Learning.

Daft, R.L. 2008. The Leadership Experience. Cengage Learning: London: 2008.

Dawson, P & Andriopoulos, C.2009. Managing Change, Creativity and Innovation. New York: SAGE Publications Ltd.

De Cieri, H et.al.2008. Human resource management in Australia. Ed: 3. Sydney: McGraw-Hill.

Dees, J. G., Emerson, J & Economy, P. 2004. Strategic Tools for Social Entrepreneurs: Enhancing the Performance of Your Enterprising Nonprofit. Ed: 2. Hoboken: John Wiley & Sons.

Frazier, A.W. 2006. Perceptions of Leadership in Financial Services: An Investigation into the Ethical Components of Transformational Leadership. Michigan: ProQuest.

Stanley, D.2011. Clinical Leadership: innovation into action. Banyo Queensland: Australian Catholic University.

Weiner, A. 1992. Human motivation: metaphors, theories, and research. Thousand Oaks: SAGE.

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